Incentive Program Criteria Sample Clauses

Incentive Program Criteria. To qualify for an award, effective beginning the first full pay period following January 1, 2013, employees shall complete combinations of education, training and experience department involvement as prescribed in each of the three (3) levels. Those levels are Basic (level 1), Intermediate (level 2), and Advanced (level 3). Employees qualifying for an award shall receive an increase in base salary at each level for which they are qualified as outlined below.
Sample 1
Incentive Program Criteria. Effective the first pay period ending July 2007, to qualify for award, employees shall have completed combinations of education, training and experience as prescribed in each of the five (5) levels. Those levels are Basic (Level 1), Intermediate (Level 2), Intermediate Plus A.A. or A. S. Degree (Level 3), Advanced (Level 4) and Advanced Plus B.A. or B. S. Degree (Level 5). The levels are incremental, and not cumulative. The maximum that can be earned is $600 per month. For example, when an employee qualifies for the Intermediate Level ($325/month), the increment will be $150/month in addition to the $175/month for the Basic Level. A. Training Points: Sixteen (16) classroom hours of Fire Service Training shall equal one (1) training point. Such training must be conducted in a classroom or other appropriate site, in increments of two (2) hours or more per program, taught by a qualified instructor, concluded with appropriate testing and for which regular records are kept. One semester unit from an accredited college or university equals 1 training point. Training points shall be awarded for the completion of approved courses listed in Section 1.02.06 below.
Sample 1
Incentive Program Criteria. Effective the first pay period ending July 2007, to qualify for award, employees shall have completed combinations of education, training and experience as prescribed in each of the five (5) levels. Those levels are Basic (Level 1), Intermediate (Level 2), Intermediate Plus A.A. or A.S. Degree (Level 3), Advanced (Level 4) and Advanced Plus B.A. or B.S. Degree (Level 5). The levels are incremental, and not cumulative. The maximum that can be earned is $600 per month. For example, when an employee qualifies for the Intermediate Level ($325/month), the increment will be $150/month in addition to the $175/month for the Basic Level. Additionally Employees who promote to a position represented by MVFF will retain career incentive pay for 2 years (Grace period) following the completion of their promotional probationary period in order to provide them adequate time to achieve eligibility for previously qualified career incentive steps. For example, if an engineer meeting the requirements of level 4 career incentive pay is promoted to captain, he/she will have a two (2) year grace period, from the completion of his/her probation, to requalify for level 4 incentive pay. A. Training Points: Sixteen (16) classroom hours of Fire Service Training shall equal one (1) training point. Such training must be conducted in a classroom or other appropriate site, in increments of two (2) hours or more per program, taught by a qualified instructor, concluded with appropriate testing and for which regular records are kept. One semester unit from an accredited college or university equals 1 training point. Training points shall be awarded for the completion of approved courses listed in Section 1.02.04 below.
Sample 1

Related to Incentive Program Criteria

  • Incentive Program Members who are rated as either Level I, Level II or Level III in every phase of the Physical Fitness Test are eligible to participate in the Incentive Program.

  • Incentive Programs During the Term of Employment, the ------------------ Executive shall be entitled to participate in any annual and long-term incentive programs adopted by the Company and which cover employees in positions comparable to that of the Executive.

  • Award Criteria 40.1 The Procuring Entity shall award the Contract to the successful tenderer whose tender has been determined to be the Lowest Evaluated Tender in accordance with procedures in Section 3: Evaluation and Qualification Criteria.

  • Goals Goals define availability, performance and other objectives of Service provisioning and delivery. Goals do not include remedies and failure to meet any Service Goal does not entitle Customer to a Service credit.

  • Program Goals CalHFA MAC envisions that these monies would be used to complement other federal or lender programs designed specifically to stabilize communities by providing assistance to homeowners who have suffered a financial hardship and as a result are no longer financially able to afford their first-lien mortgage loan payments or their Property Expenses when associated with a Federal Housing Administration (“FHA”) Home Equity Conversion Mortgages (“HECM”) loan, only.

  • Performance Criteria The Performance Criteria are set forth in Exhibit A to this Agreement.

  • Program Objectives Implement a rigorous constructability program following The University of Texas System, Office of Capital Projects Constructability Manual. Identify and document Project cost and schedule savings (targeted costs are 5% of construction costs). Clarification of Project goals, objectives.

  • Long-Term Incentive Program During the Term, the Employee shall participate in all long-term incentive plans and programs of the Group that are applicable to its senior executives in accordance with their terms and in a manner consistent with his position with the Company.

  • Performance Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • Performance Targets Threshold, target and maximum performance levels for each performance measure of the performance period are contained in Appendix B.